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Interviewing for a Job in Staffing? Be Prepared for these Questions

Not only are our recruitment managers experts on evaluating talent on behalf of our clients, they are also seasoned professionals that lead teams and routinely interview internal candidates. We asked them for their go-to questions when talking to prospective employees seeking a job in staffing. Although each has their favorite inquiry, it’s not surprising that all the questions are open-ended, prompting the opportunity for follow-up dialogue.

Here’s what they’re asking:

Question: Name 3 adjectives your manager or a colleague would use to describe you?

We like asking this question because it makes the interviewee think. Most candidates are prepared for the question “What are 3 adjectives you would use to describe yourself?” but this question has the candidate thinking about how others view them.

Question: What would your previous supervisor say you need to work on?

This is similar to the “What is your biggest weakness?” question, but it allows for a better, more honest response. This question allows the interviewee to share a real story versus saying the canned “I work too hard” and “I have a hard time delegating.”

Question: What do you think will make a person successful in this position?

This is a question often asked toward the end of an interview for several reasons, including:

  1. It shows the candidate’s listening skills. What do they think the role is about? Listening skills are crucial for jobs in staffing, and Recruiters need to be able to retain and reiterate accurate information.
  2. It’s an open-ended question with no right or wrong answer. It gives insight into the candidate’s personality and what they will focus on in a recruiting position.
  3. Their answer shows if they have a realistic understanding of the position. What do they think will be easy or challenging about the role based on their answer?
  4. How they respond also shows whether they can see themselves in the role.

This question is also a great segue into follow-up questions. Based on their answer, it provides the opportunity to dig into where they might do very well or where they would need improvement.

Question: What do you like most about your current job?

This is one of our go-to questions because there isn’t a correct answer. Instead, it’s a way to start a dialogue and uncover what they like and what motives them. Often when this question is asked, the manager also will learn what they do not like, which can help determine if they are suited for a job in staffing.

This response to this question is generally very helpful even when it isn’t relatable to the role as it provides an understanding of the candidate’s thought process and what they find important.

Question: What is the most important thing to you in your next opportunity?

This question gives insight into where the candidate is coming from. Typically, they answer with what they are lacking in their current role. Is it the commute? Work/life balance? Cultural fit? More collaboration? More autonomy? Money?

There is no right or wrong answer, but it really makes the candidate think about whether a job in staffing will be a good fit for them and gives me the opportunity to learn about what is important to them in their next role.

Question: Would you rather work on one large account or 20 small accounts?

Similarly to the queries above, there isn’t a correct answer to this question, but it’s a favorite because the candidate’s response is a significant indicator of their style of work.

Someone choosing a large account could prefer being focused on one task, have a penchant for project and people management and need an environment that lends itself to concentration. They could be an introvert that really likes to dig into the details, or an extrovert that wants to seek multiple opinions and the recognition that comes with a large initiative.

The person choosing multiple small accounts may be more creative, enjoy being a go-to resource, relish organization or need to have a defined end to tasks. They may also be seeking additional experience or feel a desire to prove themselves from the start.

Not only will the answer to this question help you determine if the candidate is a fit for your team and the work they will contribute, but it will help you manage them and ensure their future success.

Photo credit: Canva

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